Realistic Change Game

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Actee held a 1-day workshop for 20 leaders in Ishøj Municipality, including the board of executives, heads of centres and chief of staffs, where the participants played ActeeChange in order to gain more knowledge about change management.  They played a case about a merger between two Danish hospitals, but according to Head of HR, Søren Henriksen, the key thing was that the case contained leadership dilemmas and an employee catalogue that was recognizable for the participants.
Ishøj Municipality was not facing a merger, but as  Søren Henriksen points out, there is always a need to work with change management.

”We are facing changes all the time, and we know there will be much more in the future. There will always be those, who are positive towards changes, and those who are going to resist it. Some might not get the position they wished for in the new organization, and it is important to try to bring them into the future set up as well”, says Head of HR, Søren Henriksen.

Playing With Theory

Søren Henriksen tells that the leaders responded the most to the fact that the dilemmas of ActeeChange are so realistic and thereby very engaging.

”Every time you make a choice, a new situation arises. This shows that in a change process you need to be able to shift direction as you go along. As soon as you start playing, you get consumed by the debates and reflections that arise. It is clear to see that the game really draws people in. It resembles daily life, where you have to pay attention to where you are at in the change process and what the temperature of the development is”, says Head of HR, Søren Henriksen.

ActeeChange is a game, which builds on acknowledged theories and still aims to make learning fun and involving. These aspects were appreciated by the participants from Ishøj Municipality.

”The method of gamification means that you are more open to the new knowledge and that it sticks better - because it is more fun to learn that way. And the theory just comes little by little during the game.  The participants are asked what kinds of choices they have made, and why, and then the facilitator explains the theory behind the choices. This way you learn what kind of consequences your choices have and what theory it is based on. E.g. What does Kotter or Maurer say about this? It works very well and the theory part is not too heavy”, says Head of HR, Søren Henriksen.

Søren Henriksen

Head of HR

Ishøj Municipality

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